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INTERVIEWING FOR THE JOB Barbara Preston, PhD Sr. Executive Recruiter

INTERVIEWING FOR THE JOB Barbara Preston, PhD Sr. Executive Recruiter. INTERVIEWING SUCCESSFULLY. BEFORE: how to prepare in advance DURING: how to get the info you need, make a good impression, handle difficult questions, deal with difficult people, avoid traps

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INTERVIEWING FOR THE JOB Barbara Preston, PhD Sr. Executive Recruiter

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  1. INTERVIEWING FOR THE JOB Barbara Preston, PhD Sr. Executive Recruiter

  2. INTERVIEWING SUCCESSFULLY BEFORE: how to prepare in advance DURING: how to get the info you need, make a good impression, handle difficult questions, deal with difficult people, avoid traps AFTER: following up

  3. Preparing • Know the company or department • Interests, programs, key individuals and backgrounds • On phone? Prepare notes, resume copy • In person? Prepare clothes • One step dressier / formal than company • Comfortable but professional • Women: limit jewelry to 2 pieces and avoid perfumes • Men: wear tie, make sure shoes are clean, no white socks • Prepare examples / illustrations • (3-4 sentences: here was the issue, my approach, happy ending) • Technical challenge • Aggressive deadline • Limited resources (money, experimental time, animals, …) • Multiple projects / prioritization • Difficult people • Communication challenge • Implementing something new

  4. The Key to Answering Questions:Getting what you need to know • Duties and responsibilities of the position? • Short term and long term goals? • What do you expect this person to accomplish in • the first six months? • the next 18 months? • What challenges or obstacles do you see to accomplishing those goals? • How do you ask? and • How do you use information??

  5. Face to Face Be openly friendly, keep eye contact, firm handshake, no cell phone. Hiring Manager Repeat getting 3 key questions answered again. Things may have changed. Ask about people you will meet. Go through itinerary. Seminar Senior Management Have notes about their bio—anything in common! “Are you the same Joe Smith that…” Find out: How will this person interact with you or your group? What would you like to see him/her accomplish in short term, long term? Challenges or obstacles? Others Have notes about their bios. Find something in common if possible. Find out their expectations for this person...how will they interact together on projects. Ask questions like, “Would it be useful if someone had done…” to find hot areas of interest And “Have you looked at…” or “Have you considered…” instead of telling people what to do.

  6. SEMINAR Content Intro slide shows them what you will tell them. Then tell them. Summary slide tells them what you told them. Remember, they are not experts. Title every slide. Time Plan for 40-45 minutes Questions Handling questions during the seminar vs. at the end Practice Practice Practice ahead of time.

  7. TROUBLE SPOTS Bad Interviewers – no questions • Ask about something in your notes re. this person. • Ask how long they’ve been at the company. • Short time? What attracted them • Long time? What keeps them • Ask how they got started (in science, or as medicinal chemist, molecular biologist, immunologist, …) Stress Interviewers Don’t take the bait!! • Ask “Why do you say that?” • Ask “What do you see or know that I don’t know?” Assume they know something you don’t. • Close by saying, “Thank you for sharing your perspective. I’ll certainly give it some thought.” Assume they’re having a bad day, drop it, move on.

  8. TROUBLE SPOTS (cont.) VPs and technicians • VPs have Big Picture. Talk about vision for group/company. Find something in common. • Technicians know the real deal. Don’t discount them. Treat them with the same level of importance as VPs. Ask their opinions of morale, organization, what they like/don’t like about the company, etc. HR • Behavioral questions: “Tell me about a time when…” Prepare with earlier examples. • Salary questions: Your expectations? Answer 1: “Money is important, but I’m really focused on learning more about the company and position so I’d just say if it’s the right position for me, and I’m the right person for you, I’m sure money won’t keep us apart! What is the corporate culture like here? or where do most people live around here?” Return a question immediately! Answer 2: I hear good things about Company X. I’m sure if you make an offer it would be fair. What’s the range this position has been approved for? Answer 3: My last compensation (or base, or base + bonus) was $X. I wouldn’t expect to go backwards. <smile>

  9. The “What do you think industry is like?” QUESTION.

  10. Target Discovery Mutation [ r protein i r cellular function r enzymatic function r signaling pathway i manifestation of disease or dysfunction target = intervention site

  11. Target Discovery Team Molecular biologist Biochemist or cell biologist In vitro / vivo pharmacologist Protein chemist or Receptor biologist Analytical chemist Physiologist (immunologist, oncologist, neurologist, immunologist, infectious disease specialist)

  12. Lead Discovery Team assay developers analytical chemists screening k k chemists [lead optimization] PKDM k k toxicology a drug candidate

  13. Project Team • Chemistry (discovery, analytical, bioanalytical, …) • Biology (screening, pharmacology, target validation…) • Development (formulations, ADME, PK, tox, …) • Clinical • Regulatory • Manufacturing • Sales and Marketing • Legal • Business Development • Marketing

  14. What do you think industry is like? ANSWER: “What I’ve heard is that . . . …In industry, there’s a lot of cross-discipline interaction so being able to communicate and work with people is very important, is that true? ...In industry, there’s a lot of interdependence between groups so it’s important to get things done right and in a timely manner the first time, is that true? …In industry, priorities can change very quickly so you have to be able to adapt and change quickly, is that true? After they respond, you can ask, “What was the biggest surprise for you when you started in industry?

  15. CLOSING THE INTERVIEW • Ask “Is there anything lacking in my background that you feel would keep me from getting (or doing) the job. • Say, “I’m very interested in the position. What would be the next step?” or, “When can I expect to hear from you re. a decision?” • Then, “May I follow up with you on X date if I haven’t heard from you by then.” • Follow up with a “thank you” email at the least. A handwritten note will make a better impression. If you don’t hear anything in 2 weeks, find a relevant article to send saying, “I saw this and thought I would pass it along in case you’d not yet seen it.”

  16. Final Thoughts Pick up Knock ‘em Dead by Martin Yate Take an extra copy or two of resume in a portfolio. No purse, briefcase, backpack,… Don’t drill or grill people. It’s like a first date. Don’t interrupt—especially to say something about yourself. Only to ask a question. Avoid the wine or beer at dinner. Use excuse about time, driving, sleep deprivation… Nothing drippy, soupy, or sloppy for breakfast or lunch. Interviewing with multiple people? Ask the same questions, use the same answers.

  17. Barbara Preston, PhD PharmaScouts, Inc. www.pharmascouts.com Direct office line: 619-271-8882 Cell phone: 858-735-3244 Direct email: barbara@pharmascouts.com

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